Perception vs. Reality: Industry Trends, Research Confirm Mobile Devices Can Be More Secure than PCs

Mobile applications, identities remain secure as only shared-data content on mobile (SMS, contacts, locations or photos) have been compromised

DALLAS, May 8, 2013 /PRNewswire/ – Mobile devices continue to fight an inaccurate perception that they’re not as secure as traditional PCs.

A proponent of mobile security, Entrust Inc. believes that mobile devices, when properly managed and protected, can be a highly secure platform for digital identities and online transactions.

“Users who live, work and play with multiple devices are demanding that banks, governments, retailers and other organizations embrace mobility,” said Entrust President and CEO Bill Conner.

“Particularly in the enterprise, employees, managers and staff are adamant that mobile devices are essential work resources and urge their companies to realize the full potential of mobile computing.”

Supporting this stance, a recent Forrester report, “Mobile Authentication: Is This My App? Is This My User?” suggests 52% now rely on three or more devices.

Adding to this stance, 60% of the devices are used for both personal and business use.

To gain an even better understanding of how mobile perception is changing for IT decision-makers in the enterprise, Entrust commissioned Forrester Consulting to publish a new report, “Mobility Helps Enterprises Enter a New Age.”

“While the security of mobile devices continues to fight an inaccurate perception, the reality is quite clear: mobile is more secure than PCs,” said Conner.

Despite the growing reliance on mobility, IT decision-makers still incorrectly believe traditional PCs are more secure than mobile devices.

Of those who responded, some 71% either somewhat or strongly agreed that desktops/laptops are secure, as opposed to 43% that said mobile devices are secure.

“While mobile devices are technologically more secure than traditional PCs, decision-makers view mobile devices as insecure because of media reports and the small size and personal nature of the devices,” stated the January 2013 study.

Understanding Media Reports

Consumers and enterprises alike can be swayed by misguided media reports.

Some educated concern about mobile security is rational, but mobile-based attacks to date are only gaining access to photographs, contacts, calendar items and SMS capabilities, the latter being the most concerning.

For example, SMS-based malware Zitmo, and its variants, demonstrates how SMS redirection can exploit Android-based mobile devices for illegal financial gain.

Another example, known as premium-rate fraud, leverages SMS-based malware to actively make money for the attacker by having the target Android device automatically text a SMS pay service.

Because of end-user comfort and trust in text messages, SMS-based malware should not be underestimated.

It’s strongly advised that organizations only deploy mobile security solutions that do not rely on SMS-based security controls, including SMS OTPs, for sensitive or high-risk transactions.

Despite media reports on mobile devices being unsecure, mobile OS architectures offer a level of security that is above desktop operating systems.

Desktop malware — performing malicious app-to-app process migration, native keyboard key-logging and Zeus-style memory-hooking — is not being found in mobile malware samples.

Plus, specific mobile vulnerabilities usually have a short lifespan.

As for Android, malware usually only targets specific hardware, firmware and OS versions, which greatly reduces the viability and lucrativeness of large-scale infections.

Why are Mobile Devices More Secure?

It’s based on a multilayered approach that’s core to development of mobile operating systems.

Applications installed on mobile devices are digitally signed or thoroughly vetted.

Legitimate applications also are sandboxed, meaning they can’t share or gain access to each other’s information — an important trait that helps defend against advanced mobile malware.

The strength of mobile platforms is further augmented by third-party security capabilities.

Solutions that offer digital certificates, embed seamless OTPs, or provide application-specific PIN unlock options further bolster device security.

Mobile Perception Changing in the Enterprise

The innovation in mobile security solutions could be the catalyst for the changing perception in the enterprise.

According to the Forrester study, enterprises are investing more in mobile, and are making mobile security a high or critical priority in 2013.

This is an important shift as the true power of mobility isn’t yet being realized.

The use of mobile capabilities that actually increase security or streamline business — mobile commerce (10 percent), partner/supplier applications (12%) and customer-specific applications (14%), for example — is decidedly lower amongst responders.

Once mobile devices are properly secured, leveraged and managed, more and more enterprises will embrace mobility as a standard business component.

“It’s promising to see enterprises beginning to appreciate how mobile devices, and related applications, streamline business, increase security and defend against targeted attacks,” said Conner.

“This shift is made possible by an important convergence of consumer technology, business enablement and identity-based security.”

The commissioned study found that 60% of firms, in 2012, indicated that creating a comprehensive mobile and tablet strategy for their employees was at least a moderate priority.

Even better, 54% of enterprise IT decision-makers are increasing their mobile investment in 2013.

Responders cited improved flexibility over tradition authentication (68 percent) and the ability to adapt to threats (64 percent) as primary reasons behind their new mobile policies.

In contrast, the study found that 50% of enterprises have implemented, but are not expanding, very basic access to email and calendars from mobile devices.

Of those same responders, access to network systems (42 percent) and supporting collaboration (36 percent) marked other accepted use cases.

Those findings dip when enterprises that haven’t implemented those capabilities were asked if they planned to do so in the next 12 months.

Secure Mobile, Leverage Mobile

To effectively mitigate risk, enable true efficiency and satisfy customer expectations in the mobile environment, organizations must ensure mobile devices and related identities are secure — but in a way that minimizes user barrier and frustrations. Once secured, organizations then have the opportunity to leverage mobile devices to actually improve security in other parts of the business.

“Mobile devices are broadly adopted; once secured, people can increasingly use them for strong desktop and online security as well,” the study stated.

“Mobile-fueled security is on the rise and holds the promise of increased ease of use, flexibility and security.

“To secure these transactions, decision-makers can leverage a variety of technical and security capabilities to meet the trust and security needs of diverse use cases.”

With the growing dependence on mobile devices to execute business operations, organizations are urged to provision solutions that not only address security needs, but also ensure the mobile experience is simple and unencumbered.

To help organizations better leverage mobile technology, Entrust solutions authenticate mobile devices connecting to a network, encrypt and digitally sign mobile email communication, embed identity protection into mobile applications, and monitor transactions to detect fraudulent or unauthorized activity.

To download the Forrester Technology Adoption Profile commissioned by Entrust, or learn more about proven mobile security solutions, visit entrust.com/mobile-perceptions.

Tweet It: Perception Versus Reality — Industry Trends, Research Confirm Mobile Devices Can Be More Secure than PCs

Methodology

This Technology Adoption Profile was commissioned by Entrust. To create this profile, Forrester leveraged its Forrsights Budgets And Priorities Tracker Survey, Q4 2012, Forrsights Hardware survey, Q3 2012, Forrsights Workforce survey, Q4 2012, Forrsights Workforce survey, Q2 2012, as well as its Forrsights Security survey, Q2 2012. Forrester Consulting supplemented this data with custom survey questions asked of 50 senior technology decision-makers in North American companies with 2,000 to 10,000 employees. The auxiliary custom survey was conducted in January 2013.

About Entrust
A trusted provider of identity-based security solutions, Entrust secures governments, enterprises and financial institutions in more than 5,000 organizations spanning 85 countries. Entrust’s award-winning software authentication platforms manage today’s most secure identity credentials, addressing customer pain points for cloud and mobile security, physical and logical access, citizen eID initiatives, certificate management and SSL. For more information about Entrust products and services, call 888-690-2424, email entrust@entrust.com or visit www.entrust.com.

Entrust is a registered trademark of Entrust, Inc. in the United States and certain other countries. InCanada, Entrust is a registered trademark of Entrust Limited. All Entrust product names are trademarks or registered trademarks of Entrust, Inc. or Entrust Limited. All other company and product names are trademarks or registered trademarks of their respective owners.

SOURCE Entrust Inc.

CONTACT :

Lindsey Lockhart; Media Relations; +1-972-728-0374; lindsey.lockhart@entrust.com

Web Site : http://entrust.com/

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50%+ of Companies in the Top 10 Global Economies Have Been Affected By a Bad Hire According to CareerBuilder Survey

If A Bad Hire Is So Costly, Why Are So Many Doing It?

CHICAGO, May 8, 2013 /PRNewswire/ – A new study from CareerBuilder shows that hiring the wrong person can have serious implications for companies.

More than 50% of employers in each of the 10 largest world economies said that a bad hire (someone who turned out not to be a good fit for the job or did not perform it well) has negatively impacted their business, pointing to a significant loss in revenue or productivity or challenges with employee morale and client relations.

img credit : www.infusion.com

Among those reporting having had a bad hire…

• 27% of U.S. employers reported a single bad hire cost more than $50,000

• In the Eurozone, bad hires were most expensive in Germany, with 29% reporting costs of 50,000 euros($65,231) or more

• In the U.K., 27% of companies say bad hire costs more than 50,000 British pounds

• In India, 29% reported the average bad hire cost more than 2 million Indian rupees ($37,150)

• 48% of surveyed employers in China reported costs exceeding 300,000 CNY ($48,734)

The global survey, conducted online by Harris Interactive^© during 1-30 November 2012, included more than 6,000 hiring managers and human resource professionals in countries with the largest gross domestic product.

Percentage of Employers Reporting Bad Hires

The BRIC countries (Brazil, Russia, India, China) – markets that house the largest number of employers planning to increase the hiring of full-time employees this year – were the most likely to report being affected by a bad hire in the last year.

However, the majority of employers in all top 10 markets reported similar experiences (lists are in descending percentages while the graphs are kept alphabetical by country)…

“Making a wrong decision regarding a hire can have several adverse consequences across an organization,” said Matt Ferguson , CEO of CareerBuilder.

“When you add up missed sales opportunities, strained client and employee relations, potential legal issues and resources to hire and train candidates, the cost can be considerable.

“Employers are taking longer to extend offers post-recession as they assess whether a candidate really is the best fit for the job and their company culture.”

Impacts of a Bad Hire

The BRIC countries were generally more likely to report a variety of negative effects tied to a bad hire such as productivity and revenue losses while U.S. ranked high in citing an impact on employee morale and cost to recruit and train another worker.

European countries ranked lower in almost every category, which may in part be attributed to slower hiring in those markets.

Loss of Productivity

Negative Affect on EE Morale

Negative Impact on Client Relations

Fewer Sales

Cost to Recruit and Train Another Worker

Survey Methodology

This survey was conducted online within the U.S., Brazil, China, France, Germany, India, Italy, Japan, Russia and the U.K. by Harris Interactive^© on behalf of CareerBuilder among 400 to 2,611 hiring managers and human resource professionals (employed full-time, not self-employed, non-government) in each country between 1 and 30 November 2012 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability samples ranging from 400 to 2,611, one could say with a 95 percent probability that the overall results have a sampling error between +/- 4.9 and +/-1.92 percentage points.  Sampling error for data from sub-samples is higher and varies.

What Are Your Thoughts?

✔   This is not your normal press release, there is a lot of meat here! As we have an audience in 75+ countries, it would be interesting to get some feedback outside the USA on this? That doesn’t mean the USA is excluded from this question — just means we would like to hear from as many as possible…

✔   What points can you add to CareerBuilder’s press release?

✔   What research can The HRIS World provide your company concerning recruiting best practices?

Please share your thoughts with us and our audience in the comments section below! Or you can reach us directly from our contact page.

About CareerBuilder®

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com®, is the largest in the United States with more than 24 million unique visitors, 1 million jobs and 50 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from talent and compensation intelligence to employment branding and recruitment support. More than 10,000 websites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE: GCI), Tribune Company and The McClatchy Company (NYSE: MNI), CareerBuilder and its subsidiaries operate in the United States, Europe, South America, Canada and Asia. For more information, visit www.careerbuilder.com.

Contact :

Jennifer Grasz; +1-773-527-1164; Jennifer.Grasz@careerbuilder.com; @CareerBuilderPR

SOURCE CareerBuilder

Web : http://www.careerbuilder.com

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CDP Setting a New Benchmark in the HCM Services Industry

SHANGHAI, May 7, 2013 /PRNewswire/ – CDP Group Limited, the leading One-Stop HR Outsourcing Services and HCM Technology Provider in Asia, announced officially that the HR Outsourcing Service Project has gone live successfully in Dow Chemical, which entered a long-term service contract with CDP Group, to have CDP Group manage multiple HR Business Processes leveraging its award-winning Cloud / SasS based HCM Technology Platform.

Dow Chemical is a Fortune 500 company and the world leader in the chemical industry.

After its global strategy transformation in recent years, Dow has not only relocated its Asian Headquarters toShanghai but also has conducted a series of mergers and acquisitions in the China market.

As of now, Dow has established 28 legal entities in the Greater China Region.

Other Advantages

CDP is the leading one-stop HR outsourcing services and HCM technology provider in Asia andGreater China. CDP provides comprehensive HR services of Payroll Outsourcing, Employee Benefit Outsourcing, HCM on Cloud, HR Shared Services, and Performance On-demand, Recruitment services, Expatriate Services and other valued added services. Our service empowers companies to manage and optimize their Human Capital Management and services through the PEOPLE, PROCESS and PLATFORM model. At the end of Oct. 2012, CDP had more than 500,000 employees across 35 industries. Now, we can provide professional services in 230 locales across Greater China and Asia.

Much of the information about CDP Group, can be found at http://www.cdpgroupltd.com/

SOURCE CDP Group Limited

CONTACT : Rachel Li; +86-21-3329-5805; rachel.li@cdpgroupltd.com

Web Site : http://www.cdpgroupltd.com

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From the WomenCorporateDirectors Global Nominating Commission

Unveiled at WCD Global Institute

NEW YORK, May 2, 2013 /PRNewswire/ – Answering calls for specific steps to boost women’s representation on boards worldwide, WomenCorporateDirectors and its Global Nominating Commission recently unveiled a roadmap for decision-makers: “Improving Diverse Representation in the Boardroom.”

The 14-point roadmap was introduced as part of WCD’s 3rd annual Global Institute, being held this week in New York.

The WCD Global Nominating Commission – designed to help build the “supply chain” of women director talent – has rolled out a series of initiatives since its launch one year ago at last year’s Global Institute.

The Commission’s activities include board education seminars as well as the publication of the Commission’s guide to “Best Practices for Director Development and Recruitment.”

“Having a series of concrete steps that multiple stakeholders can take to improve diversity is the kind of work we’re doing that’s not about rhetoric, but about action,” says Susan Stautberg, CEO, co-founder, and global co-chair of WCD.

Roadmap for Improving Diverse Representation in the Boardroom

“WCD is committed to strengthening the role of women as directors, the performance of the companies on whose boards we serve on, and accelerating corporate governance globally,” said Ms. Stautberg in her remarks at the Global Institute.

“We need to move together to create corporate governance as it should be – for it will take all of us. Diverse boards that are multi-gender, multi-skilled, multi-national, multi-ethnic, and multi-generational can make a difference around the table, in the world, and for the world.”

Contact :

Davia Temin; Temin and Company +1-212-588-8788; news@temin.co

Suzanne Oaks; Temin and Company; +1-212-588-8788; news@temin.co

About the WCD Global Institute

The WomenCorporateDirectors (WCD) 2013 Global Institute is an unprecedented opportunity for global board directors to share corporate governance and business strategies and to build partnerships with a purpose, in a private, invitation-only setting.

The Institute is a two-day, high-powered idea forum exploring compelling issues on the minds of today’s board directors and their companies. The program includes keynotes, panels, and discussion groups – as well as the WCD Visionary Awards Dinner – that facilitate informal peer exchanges. Sessions include “Beyond the Next Quarter”; “What Directors Need to Know about Technology”; “What On Earth Were You Thinking?”; “Managing Change and Disruptions around the World”; “New Trends, Ideas, and Best Practices That Directors Can Take Advantage of to Successfully Navigate the Globe”; as well as “Conversations” with Paul Polman, CEO of Unilever PLC, Fatima Al Jaber, board member of the Al Jaber Group, and Marcy Syms, director of Rite Aid and former CEO and chair of Syms Corp.

About WomenCorporateDirectors (WCD)

WomenCorporateDirectors (WCD) is the only global membership organization and community of women corporate directors, comprised of more than 2,000 members serving on over 3,000 boards in 52 chapters around the world. In 2012, WCD launched the Global Nominating Commission, a high-level task force of select corporate board nominating committee chairs and members from around the world, as well as CEOs, focused on proactively building diverse boards and candidate slates. Each year, WCD conducts a Global Board Survey in conjunction with Heidrick & Struggles and researchers from the Harvard Business School. Heidrick & Struggles and KPMG are Global Founding Partners of WCD.

WCD has 52 global chapters, located in Arizona, Atlanta, Beijing, Boston, Brazil, Charlotte, Chicago, Cleveland, Colombia, Dallas/Fort Worth, Delhi, Denmark, Finland, France, Germany, Gulf Cooperation Council, Hanoi, Ho Chi Minh City, Hong Kong, Houston, Indonesia, Israel, Japan, London, Los Angeles/Orange County, Malaysia, Melbourne, Mexico, Milan, Minnesota, Morocco, Mumbai, Netherlands, New York, New Zealand, Nigeria, Northern California, Peru, Philadelphia, Philippines, Rome, San Diego, Seattle, Shanghai, Singapore, South Africa, South Florida, Switzerland, Sydney, Tennessee, Toronto, and Washington, D.C. For more information, visit www.womencorporatedirectors.com.

SOURCE : WomenCorporateDirectors

Web Site : http://www.womencorporatedirectors.com

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New SaaS-based iPad App From CA Technologies Empowers CXOs Strategically Manage Technology Investments

CA Clarity Playbook bridges gap between strategic planning and operational execution

MUMBAI, April 24, 2013 /PRNewswire/ — CA WORLD – CA Technologies (NASDAQ: CA) today announced CA Clarity™ Playbook, an innovative mobile application that uniquely empowers CXOs to strategically manage their organization’s technology investments in the context of their high-level business goals and objectives-right from their iPads.

Delivered via a SaaS model, CA Clarity Playbook also makes it easy for CXOs to quickly collaborate with key process stakeholders and respond more quickly to changing business needs anywhere, any time.

“IT and the business have to work hand-in-hand to create new revenue streams and deliver a differentiated brand experience – even in the face of finite structural and human resources,” said Lokesh Jindal, general manager, Service and Portfolio Management, CA Technologies.

“CA Clarity Playbook enables this critical coordination by giving executives the ability to nimbly adapt plans, activities and priorities.”

CA Clarity Playbook integrates with CA Clarity PPM and other systems of record to provide CXOs with the intuitive dashboard-style mobile workspace they need to:

• Define strategic objectives, goals and initiatives

• Collaborate with stakeholders on strategic plans

• Leverage information from operational systems

• Assess alignment of IT investments with business objectives

• Visualize investment financials in real time and

• Evaluate impact of new priorities on in-place plans

According to a research study* by CA Technologies, few CIOs are directly involved in defining business strategy-even though 73% of business executives acknowledge that IT is central to the execution of that strategy.

CA Clarity Playbook helps address this disconnect by liberating CXOs from the manual, annual planning cycles of the past, so they can more proactively take advantage of emerging business opportunities and technological innovations.

“With the increasing use of technology by patients and healthcare providers, a successful business strategy in the healthcare industry should be driven by a strong technology strategy,” said R. John Ragsdale, Chief Information Officer, BerylHealth.

“To grow our business in the midst of this Health Information Technology explosion, we need to embrace strategic planning disciplines and tools that increase our innovation and speed-to-market-and that improve technology visibility and decision-making for our C-level executives.”

CA Clarity Playbook can draw from information sources both in the cloud and across the enterprise to keep strategic initiatives on track and aligned to organizational goals.

Users can access CA Clarity Playbook workspace from an iPad app or from a tablet or desktop running an HTML5-compatible web browser.

“To successfully cope with today’s intense time-to-market pressures, business leaders need the same kind of real-time, multi-dimensional visibility into IT as they have into sales pipelines and supply chains,” said Jeffrey M. Kaplan, managing director of THINKstrategies, Inc. and founder of the Cloud Computing Showplace.

“It has simply become impractical for them to continue depending on periodic second-hand IT reporting that can’t be dynamically queried and is often out-of-date by the time it arrives on their desks.”

CA Clarity Playbook is a key enabler of the broader CA Technologies Business Service Innovation initiative, which enables customers to more effectively accelerate, transform and secure IT to adaptively meet the intensifying challenges of competition in a global information economy.

“IT is adopting more complex and fluid service provisioning models at the same time as it is becoming increasingly integral to the business,” said Cameron McNaught, Senior Vice President and Head of Cloud and Strategic Solutions, International Business, Fujitsu Limited.

“With CA Clarity Playbook, CA Technologies is directly responding to this confluence of complexity and criticality with a solution that gives corporate managers much-needed control of technology resource allocation and performance.”

*The Future Role of the CIO ‘Becoming the Boss’, October 2011, CA Technologies

About CA Technologies

CA Technologies (NASDAQ: CA) provides IT management solutions that help customers manage and secure complex IT environments to support agile business services. Organizations leverage CA Technologies software and SaaS solutions to accelerate innovation, transform infrastructure and secure data and identities, from the data center to the cloud. Learn more about CA Technologies at www.ca.com.

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Legal Notices

Copyright © 2013 CA. All Rights Reserved. One CA Plaza, Islandia, N.Y. 11749. All other trademarks, trade names, service marks, and logos referenced herein belong to their respective companies. Certain information in this publication may outline CA’s general product direction. However, CA may make modifications to any CA product, software program, method or procedure described in this publication at any time without notice, and the development, release and timing of any features or functionality described in this publication remain at CA’s sole discretion. CA will support the referenced products in accordance with (i) the documentation and specifications provided with the referenced product, and (ii) CA’s then-current maintenance and support policy for the referenced product. Notwithstanding anything in this publication to the contrary, this publication shall not: (i) constitute product documentation or specifications under any existing or future written license agreement or services agreement relating to any CA software product, or be subject to any warranty set forth in any such written agreement; (ii) serve to affect the rights and/or obligations of CA or its licensees under any existing or future written license agreement or services agreement relating to any CA software product; or (iii) serve to amend any product documentation or specifications for any CA software product.

Primary Media Contact : Pallavi Bordoloi; pallavi.bordoloi@ca.com, +91-9867696467
Secondary Media Contact : Nikita Nadwani; nikita.nadwani@2020msl.com, +91-9167443578

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5 Ways To Improve Your Company’s Performance Management

Performance management is involved in tracking the activities of your staff, and their productivity.

This then provides a benchmark on which to improve.

This can be measured in a variety of ways, from goal setting to more discussion-based methods.

There are a number of different ways of both carrying out performance tracking, and encouraging staff to increase productivity and therefore improve profitability.

Here are a few of our recommendations for improving performance management, and ways to assist staff in meeting objectives.

Regular Meetings and Feedback

Once objectives are set, it’s a good idea to organise regular meetings to discuss progress; these micro-sessions are the ideal time to set mini goals.

For example, you may give an overall objective to be met each quarter, and you can then use monthly meetings to set smaller objectives that appear more manageable but always working towards the end goal.

This is also good for making employees feel that there is a vested interest in their development.

In order to meet objectives there could also be training provided, making staff feel particularly valued.

Personal Development

Fostering an environment of personal development for each employee is an excellent way of improving performance management.

If staff can participate in setting goals and see their own progress it can encourage them to improve and work to the best of their ability.

This can also be supported by offering training opportunities and allowing them to develop in their roles.

We have 80+ playlists for your viewing pleasure — CLICK HERE NOW!

The Last Word

Overall, performance management is important to every business as a way of motivating staff and assessing their effectiveness.

It’s essential that staff are given the opportunity to improve and performance management is the best way to create a starting point.

It’s also a great way to look at what staff are currently doing, and what they should seek to achieve.

Performance management is one way to get the most from your existing workforce and allow them to achieve their potential.

Image credit: ‘To Do list’ from Flickr by vvvracer

What Are Your Thoughts?

✔   There is definitely a shift from efficiencey to effectiveness — can you add some of your experiences to any of Michael’s points?

✔   What additional points for Performance Management can you add to Michael’s?

✔   For your Performance Management research, what can The HRIS World do for you?

Please share your thoughts with us and our audience in the comments section below! Or you can reach us directly from our contact page.

More on This Topic

Business improvement best practices and a proven methodology for improving corporate performance management, illustrated through a high performing program including numerous team case studies

Corporate performance management consists of a set of processes that help organizations optimize their business performance. It provides a framework for organizing, automating and analyzing business methodologies, metrics, processes and systems that drive business performance. Corporate Performance Management Best Practices will help your organization benchmark itself against the best.

• Written by the winner of three globally accepted performance management awards
• Focuses on a single case study chronicling a health care system’s corporate performance management journey
• Explores how the use of corporate performance management methods has created significant and broad based improvements in patient satisfaction scores, medical outcomes, people development, and corporate shared services and clinical processes

Revealing practical techniques that can be adopted at all levels of an organization, from facilities manager to HR manager to CFO to CEO, Corporate Performance Management Best Practices provides a proven implementation model that accelerates breakthrough results.

Corporate Performance Management Best Practices: A Case Study Approach to Accelerating CPM Results (Wiley Corporate F&A)

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More About the Book

What do award-winning commercial, nonprofit and government organizations know about corporate performance management (CPM) that eludes other executives? How do you organize your leadership and management teams, establish structure and governance, bring out the best in your employees, find hidden talent, take on sacred cows, and unlock innovation to accelerate and realize breakthrough results?

Revealing performance management best practices through a feature case study of MidMichigan Health System—where high-performing teams delivered outstanding results and tens of millions in earnings improvements balanced with customer, process and people results, Corporate Performance Management Best Practices presents:

• Self-scoring diagnostic with over thirty best practices
• Program road map of core and innovative best practices
• A program maturity model to chart your course
• Thirty-five new best practices to accelerate results
• Problem-solving case studies to improve business units, shared services functions, and core and support processes
• Practical Insights from 10-Step Team leaders on how they achieved outstanding results

From the author of the bestselling Five Key Principles of Corporate Performance Management and Innovative Corporate Performance Management (editor’s note: we checked, currently unavailable in Amazon and is not known when it will be available [14-May-2013]), this dynamic book explores the insights, tools, and practical management examples to help you achieve results and improve performance in your organization.

Equipping you with proven CPM Improve Performance best practices, maturity model, and a 10-step problem solving approach, Corporate Performance Management Best Practices enables you to successfully chart your organization’s progress to excellence.

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HR Technologies, Deployment Choices, Value, and Metrics

16th Annual Edition Open for Participation

ALPHARETTA, GEORGIA – May 13, 2013 – The CedarCrestone 2013–2014 HR Systems Survey: HR Technologies, Deployment Choices, Value, and Metrics, 16th Annual Edition is now open for participation at www.CedarCrestone.com/hrssv23 until June 24, 2013.

This comprehensive research effort provides organizations with data to plan, justify, benchmark, and execute HR technologies.

The survey questionnaire collects responses from HR and IT management and business leaders with knowledge of the HR technologies in use and planned.

It takes 15–30 minutes to complete.

Responses will be kept confidential and only used in aggregate results.

In celebration of 16 years, the first 100 respondents to complete all questions will receive a $5 Starbucks card.

The 16th, 160th, and 1,016th respondents will receive a $100 Visa gift card.

All who complete the survey will receive an advanced copy of the results and be entered into a drawing for an in-depth Benchmark Service with Lexy Martin.

The 16th anniversary CedarCrestone HR Systems Survey continues to track the adoption, deployment approaches, and value achieved of 30+ HR technologies.

These include administrative, service delivery, talent management, workforce management, business intelligence/workforce analytics, big data, work management software, collaborative knowledge sharing, and social media.

Additionally, the survey will explore the maturity of integration efforts.

The results will be presented at the HR Technology Conference on October 7th.

You can view prior years’ results here.

Please include the hashtag #CCHRtechsurvey if you plan to promote on Twitter.

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Attracting and Retaining Staff

The Importance of Benefits

While the U.S. economy continues to deliver decidedly mixed portents, there can be little doubt that the nation is at least moving in the right direction.

This is especially true with regards to unemployment and job creation, with the former falling to 7.6% in March and continuing the downward trend first established towards the end of 2012.

While the most obvious conclusion to draw from this is that a growing number of individuals are finding employment, there are additional consequences that need to be considered.

The job market will benefit from improved sentiment, for example, which in turn will encourage the long term unemployed to resume their search for work and make a commitment to achieving financial independence.

US U-6 Unemployment Rate data by YCharts

With this in mind, how should business owners look to attract, retain and reward top talent in the current employment market? Consider the following…

Improve Employee Job Satisfaction

With a decreasing emphasis on bottom line salary and remuneration, business owners have been given an outstanding opportunity to empower and reward staff through experience.

Simply by improving job satisfaction and ensuring that employees remain motivated to work, it is possible to inspire greater performance without investing significant sums of hard earned capital.

One way to achieve this is to introduce flexible working schedules, which enables staff to work at home or according to their own specific circumstances.

There is no finer way to empower individuals or build a sustainable and trustworthy relationship with your employees.

From One of Our Talent Management Playlists on Our YouTube Channel

We have 40+ playlists for your viewing pleasure — CLICK HERE NOW!

The Last Word

While the improving job market is good news for the economy, it does create a challenge for business owners who are looking to expand their organizations.

In order to appeal to the growing number of job seekers, you must be prepared to evaluate the mindset of your employees and create a benefits structure that rewards their efforts.

Without this willingness to evolve, you may find it impossible to attract and retain leading industry talent as the economic recovery gathers pace.

What Are Your Thoughts?

✔   Lewis brings up some great points in assessing your current capacity to retain and motivate your key talent — what suggestions can you add?

✔   Money is not everything but then again it does help — the biggest desire most employees have is recognition and many have said they would prefer this to a raise (they also remained anonymous when asked, HA!). What successful recognition programs have you seen?

✔   What other research and focus can The HRIS World provide you for rewarding and motivating your staff?

Please share your thoughts with us and our audience in the comments section below! Or you can reach us directly from our contact page.

More on This Topic

Encouraging a long overdue shift in thinking, this book gives managers and CEO’s the means to maximize employee potential by first showing them how to increase the improvement power of their HR departments. Jekiel, who has been implementing Lean initiatives out of HR offices for 20 years, defines the people-related approaches needed to alter cultural dynamics. She looks at why so many companies allow this waste to exist, how traditional HR has not been especially effective in combating waste, and why today’s HR department should be seen differently, as a partner delivering exceptional customer service to employees.

Lean Human Resources: Redesigning HR Processes for a Culture of Continuous Improvement

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About the Author of the Book

Cheryl M. Jekiel is Vice President of Human Resources for the Flying Food Group. Jekiel leads the Human Resources Department including all corporate benefits, compensation and policy issues, while providing direction and leadership to human resources function in 16 unionized non-unionized domestic units.

Ms. Jekiel brings a tremendous passion for continuous improvement in her commitment to building Lean HR as a recognized field of work. She has over 20 years of manufacturing experience. Previously, Ms. Jekiel worked for a Chicago food manufacturer as the director of Human Resources and completed her employment by serving for five years as the Chief Operating Officer. Ms. Jekiel has developed an expertise in Lean manufacturing with a particular focus on Lean cultures. Ms. Jekiel has made countless significant improvements in reducing operating costs and leveraging a Lean culture to obtain new business. Her Lean experience has been greatly enhanced with her active involvement with the Association of Manufacturing Excellence (AME), which has included board roles for the National board as well as a Regional Midwest Board.

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ADP® Webcast to Help Small Businesses Better Understand the Complexities and Mandates of the PPACA

Free webcast will help clarify new provisions specific to small businesses, assisting owners in understanding how the Affordable Care Act’s Insurance Mandates and Market Reforms can affect small businesses in 2014

ROSELAND, N.J., May 8, 2013 /PRNewswire/ – ADP®, a leader in human resource and payroll outsourcing solutions, will host a free webcast on May 14, 2013, to help small business owners and employers understand the impact of new Affordable Care Act (ACA) provisions that will take effect in 2014, including the establishment of Health Insurance Exchanges and, in many states, the expansion of Medicaid.

The free webcast aims to help clarify how the new regulatory mandates of Health Care Reform could impact small businesses and how to prepare for those changes.

Many of these new provisions will affect small businesses’ approach to how they offer health insurance to employees.

ACA’s mandates and insurance market reforms are complex and may impact the administrative burden of small businesses with its compliance requirements, penalties, taxes and employee education. The webcast will address:

• Premium rating rules for non-grandfathered individual and small group plans

• Deductible limits for non-grandfathered, small group plans

• Small business healthcare tax credit

• Small Business Health Options Program (SHOP)

• Employer Shared Responsibility provisions (identifying full-time employees)

• How the various provisions define a small business

The webcast, titled “Small Businesses Beware: Why You Can’t Afford to Ignore the Affordable Care Act“, will be hosted in partnership with HR.com from 11:00 a.m. – 12: 00 p.m. EDT on May 14, 2013.

Our presenter will be Peter Marathas, a partner at Proskauer Rose, who is well known across the country as a prominent thought leader on ACA-related matters.

The session is open to any small business owner, employer, executive, HR professional or other business professional interested in learning how the ACA could impact their business.

Small business owners can register at www.adp.com/acawebcast.

The webcast will be recorded for future playback and is approved for one HR Certification Institute (HCRI) credit.

An additional session will be hosted from 3:00 p.m. – 4:00 pm EDT on May 14 for certified public accountants (CPAs) looking to earn continuing professional education (CPE) credits.

CPAs can visit www.smartpros.com/adpwebinars to register.

“Small businesses represent nearly 99 percent of the estimated 28 million businesses in the United States,” said Anish Rajparia, President of ADP’s Small Business Services Division.

“ADP is offering this free webcast as part of our commitment to help small business owners better understand how the complex requirements imposed by the Affordable Care Act may impact them,” Rajparia added.

For more information on the webcast, or for instructions on how to register, please visit www.adp.com/acawebcast.

About ADP

ADP ^® (NASDAQ: ADP), with more than $10 billion in revenues and approximately 600,000 clients, is one of the world’s largest providers of business outsourcing and human capital managementsolutions. Leveraging over 60 years of experience and a global footprint spanning more than 40 countries, ADP offers a wide range of human resource, payroll, talent management, tax and benefits administration solutions from a single source, and helps clients comply with regulatory and legislative changes, such as the  Affordable Care Act (ACA). ADP’s easy-to-use solutions for employers provide superior value to companies of all types and sizes. ADP is also a leading provider of integrated computing solutions to auto, truck, motorcycle, marine, recreational vehicle, and heavy equipment dealers throughout the world. For more information about ADP or to contact a local ADP sales office, reach us at 1.800.225.5237 or visit the company’s Web site at www.adp.com.

Contact : Jim Duffy; ADP; +1 (973) 974-7612; Jim.Duffy@ADP.com

SOURCE : Automatic Data Processing, Inc.

Web Site : http://adp.com

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Editor’s note: Though this term may be new to many, glocalization has been around for 25 years or so in the commerical industry.

A combination of two words (a portmanteau), globalization and localization, defines anything that reflects not only global standards but also local ones as well.

Google, Yahoo!, eBay, Amazon all would fall into this label — as would be McDonalds, Burger King, KFC, and Starbucks; the definition and label are not confined to technology.

Josh Bersin used this term recently when talking about HR, and this has been getting some attention as a result.

The following is an email shared with us from Libertycomms.com on this topic…

Another Means to Retaining Talent

“Glocalisation” presents challenges and opportunity for HR directors

img credit : pbworks.com

Bersin highlighted: “The way the HR function is organised can be affected by glocalization.

“Since business units located in different parts of the world require a level of unique treatment, HR leaders at multinational and globally expanding companies should consider reorganising the HR model from centres of excellence to networks of expertise.”

From Our Youforce Playlist on Our YouTube Channel

We have 80+ playlists including Youforce as well as Bersin by Deloitte — CLICK HERE NOW!

Conclusion

As with all new developments and trends glocalisation presents a challenge to organisations and individuals particularly from an HR perspective.

But where there is a challenge there is also often an opportunity.

Those that embrace ‘going glocal’ through the use of new forms of technology and the new philosophy of employee-centric empowerment that it represents will reap the rewards in terms of employee retention, skills development and operational efficiency, and it is for this reason HR departments should not shy away from this trend, but rather work whole heartedly towards it.

img credit : emeraldinsight.com.com

What Are Your Thoughts?

✔   When hearing something for the first time in teh business world, the first impression many have is — fad? or direction? What are your thoughts about glocalization (remember, this term has been around since the late 1980′s)?

✔   Timing is everything and with the workforce reduction already in progress, talent management becoming a necessity, and succession planning coming under scrutiny, companies are seeking every tool they can to retain key employees. Will Glocalization help or hinder this? Granted it is not THE key factor if a key employee stays or goes — but if the competition is not glocalizing, would a key employee exit or remain in such a case?

✔   What can The HRIS World provide you in research, concerning glocalization?

Please share your thoughts with us and our audience in the comments section below! Or you can reach us directly from our contact page.

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The HRIS Needs of Companies Will Vary, No One System Will Suit All

Performing a needs assessment is necessary but someone has already done most of the work

SMB Looking for Software? Looking For the Right Questions?

This report will help you know what others are looking for and assist in what may be a good fit for your company

CompareHRIS.com, a leading HR Software Research Center for the USA and Canada, has released their HRIS/HCM REQUIREMENTS REPORT for 2013.

The report provides data and insight from HR Technology managers and HR decision-makers looking for Human Resources software.

It also reveals the connection between company size and what qualified buyers of HR technology feel is most important.

HRIS Selector Tool

The HRIS Selector Tool, used as the foundation for the report, asks a series of questions about HR system requirements and the importance of each.

The report reflect responses from 1,788 HR professionals who were considering new HR technology in 2012.

It is interesting to note a few surprising but definitive findings between what companies of different sizes are looking for.

Uniquely Positioned

CompareHRIS.com provides a truly unique service for the human resources industry to better match vendor requirements to user needs.

These findings are useful to HRIS/HCM product managers and developers in honing their products and addressing market challenges and opportunities.

CompareHRIS is uniquely positioned to help you understand the market’s needs, the select solutions, and the product development paths you may want to pursue.

This extensive report is available now at a reduced rate of $395 but only through June 15, 2013.

Here’s an infograph for this report…

If you use this inforgraph, please include attribution to HR-Software Blog with this graphic.

Our CompareHRIS Playlist on Our YouTube Channel

We have 80+ playlists for your viewing pleasure — CLICK HERE NOW!

About compareHRIS.com

CompareHRIS.com puts the HR professional in touch with HRIS systems and HRMS vendors offering the HR software that most closely matches their requirements.

The CompareHRIS.com site presents line-by-line comparisons of HRIS products and provides a valuable service to HR pros, helping them navigate the market by offering apples-to-apples assessments.

With more than 165,000 visitors in 2012, compareHRIS.com has grown to be one of the world’s most valuable resources for any company looking for an HRIS solution.

Source CompareHRIS

Contact

Carolyn Stoll-Sokol; Director Business Development; Office +1-727-940-3786 | cell +1-727-542-1823

Web site : www.PEOcompare.com; www.compareHRIS.com

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3rd Pan European BUSINESS ANALYTICS FORUM: “The Social Effect in CRM Through Business Analytics”

ATHENS, Greece, May 8, 2013 /PRNewswire/ –

Thursday, 16th of May 2013

Cotsen Hall: The American School of Classical Studies - Athens

For the first time in Europe you will be able to hear the topic “The Social Effect in CRM through Business Analytics” in Athens, Greece at the 3^rd Pan European Business Analytics Forum.

The Key Note Speaker, Etlinger Susan, Industry Analyst at Altimeter Group, San Francisco, and special guest Adira Srinu, Manager, Business Solutions – Data Services from LinkedIn U.S.A. will enlighten the audience with many critical issues that professionals need to know in the new era of Social Media and Social Network Analysis in the framework of Business Analytics!

The volatility of social data and the pace of change mean that tried-and-true measurement methods are no longer enough.

Social data is different.

What are the inherent challenges of social data, how global organizations measure its value, and how social data is being integrated into enterprise decision-making?

Social Network Analysis is advanced analytics that is specifically focused on identifying and forecasting connections, relationships and influence among individuals and groups.

It includes transactions, interactions, and other behavioral information that may be sourced from social media and/or just as often from CRM, billing, and other internal systems.

But how someone can take advantage of each one of them and how this can be converted into real valuable information for the company?

Some of the topics that will be discussed at the forum are:

• High level overview of Linkedin big data ecosystem and analytics framework involving various systems and tools/technologies (both open and commercial) with special emphasis on offline data (data warehouse)

• Various analytical business use cases across the LinkedIn

• LinkedIn Analytics span across Marketing, Product, Sales and Finance

• Ways of utilizing Social Network Analysis within Linkedin focusing on the role of leader opinions

• Ways of using Linkedin and SNA for LinkedIn ads

• How HR departments can utilize and maximize efficiency for their recruitments

• Multiple Segmentation Techniques in Relationship Marketing

• ‘Social Network Analysis’: the new dimension in Relationship Marketing

• Combining Traditional Segmentation with SNA in order to get into your Customers’ DNA

• How can you measure the conversion and monetary value of your traffic and how this can help you understand the impact of the social factor on your business?

• What is Social Media Monitoring?

• Combining social properties to individuals’ behavior, how can an enterprise take its marketing to the next level?

• What is the relationship between Social Media, Social Network Analysis and Business Analytics?

• What is Viral Marketing and how you can use it for your company’s benefit? How can Analytics be used on Viral Marketing? What is the future of Viral Marketing?

• How comprehensive and mature are commercial solutions for social media analytics and social network analysis? How can you evaluate the offerings from third solution parties?

• Who are the vendors that provide best-of-breed integrated tools in all of these areas?

• What do customers need to know about social media analytics and social network analysis?

• How can different industries use Social Media Analytics and SNA?

• The role of SNA in Big Data

• Pros and Cons of investing in Social Media and Social Network Analysis

• How can you improve customer maintenance, cross-sell and up-sell by enabling marketers to identify social communities based on relationships between customers, measure and segment customers?

• How can you target customers based on changes within their social communities?

• How can you model social networks based on text messages, emails, and tweets?

The forum will take place in the English language without parallel translation in the Greek Language.

Organizers:

Business-Analytics.gr is a website intended to inform interested businesses (regardless of size and industry) about the benefits, usefulness and developments in the field of Business Analytics in the global environment and the Greek market. The site offers daily updates of news and interviews from professionals in the field of Business Analytics. Also, the site includes case studies and white papers of BA applications. In March 2011 the team successfully hosted the first Business Analytics Forum and in April 2012 the second one was a huge success, too. Business-Analytics.gr is always open to new ideas and proposals that could enhance and enrich Business Analytics in the Greek market.

Financial-Academy .eu started its activities in June of 2010 to provide training for professionals in the market from other reputable professionals involved either in the Greek market or in the foreign arena. The Goal is to create the appropriate field of training for quick implementation and transfer of knowledge into practice.

CUSTOMERS DNA is a specialized scientific community that has assembled outstanding Greek and foreign professionals of the CRM & Customer Intelligence sector. Having as its main purpose the innovation that results from the scientific dialogue, the distribution and the development of knowledge in this specific sector, it supports other companies that provide consulting services and data analysis services, aiming at infrastructure design and the implementation/support of customer-centricity in business and strategic level.

The main elements that characterize “CUSTOMERS DNA” are:

• Direct cooperation with Greek and foreign experts specialized in CRM & Customer Intelligence, having a considerable experience in a responsible position, in the sectors of telecommunications, retail banking and retail trade

• Lack of dependence on specific software with a potential of supporting any existent infrastructure

• Support of outsourcing, where anonymised customers data are analyzed in CUSTOMERS DNA infrastructure, with a low cost and without any need of investment on staff, or on hardware and software

• Capability of “Proof of Concept”, with which the implementation of a pilot project is supported, free of charge, without any commitment for a future mandatory cooperation

The conference will take place with the support of the following sponsors:

• Sponsor: ORACLE
• Plain Sponsor: TARGIT
• Communication Sponsor: ICAP , Scientific Marketing Management,
• Executives Recruitment Sponsor: JobHunterNetwork.com
• Printed Media Sponsors: Kefalaio, International Herald Tribune
• Public Relations Sponsor: Action Global Communications
• Online Sponsors: Capital.gr, Derivatives.gr, Digital Weekly Magazine
• Online Supporter: VRS
• Media Sponsors: Business Partners Online

For more information please either visit http://www.BusinessAnalyticsForum.eu or call at +30-210-6846329

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The International Association for Human Resource Information Management (IHRIM) is now accepting proposals for IHRIM’s Workforce Analytics Forum to be held in San Francisco on Wednesday, October 16 at the Deloitte Services facility at 555 Mission St.

Session length will be 60 minutes including Q&A time.

In return for presenting, you’ll receive a complimentary registration to the event.

IHRIM does not cover presenter expenses for this event.

The submission deadline is Friday, May 31, 2013

The Workforce Analytics Forum provides the unique opportunity for Human Resources professionals to gather together and learn from one another in a participative and collegial environment.

The goal of the event is to create a learning environment and networking opportunity that facilitates the exchange of information about Workforce Analytics.

We are looking for presentations that will educate and inform us about Workforce Analytics and its’ influence on any area of HR.

We are especially interested in case studies and practitioner involvement.

Presentations must be issue-oriented and must not highlight any individual vendor or product.

Presenting at IHRIM offers you an excellent opportunity to participate in the growth of our profession and industry by sharing your knowledge and expertise with your peers.

It also provides you the ability to interact with other HR systems professionals and industry thought leaders and provides you visibility, recognition and credibility within the industry.

Visit bit.ly/IHRIM_2013WorkforceForumCFP to submit your proposal by clicking the button below now!

For those interested in a sponsorship, a variety of packages are available — just click the button below to download IHRIM’s sponsorship flyer!

Please feel free to contact Michelle Czosek at mczosek@ihrim.org or +1.800.804.3983 x2 with any questions.

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Do You Sometimes Feel Like You Are Always In the Shallow End of the Pool of Knowledge?

Our brains need more time to digest and process things than we believe

A while ago, we wrote an article about the importance unplugging… from work, from every day life, from everything…

Well, almost everything…

Which also meant — and still means — your cellphones (gasp!), smartphones (hhuuuhhhhhhh??), your tablets, your computer… anything electronic, including TV (no way!!!), radio, stereo, mp3 player, even music (now wait a minute!!!!)…

OK, the music just for a bit…

The article we are referring to is The Price We Are Paying for NOT Unplugging From Work, can be read in a new window (be sure your pop-up blockers allow this) by clicking here…

Better yet, open it then bookmark it to your desktop or favorites, you may want to read it more than once (from our analytics, many of you have read this more than once)…

The emphasis in this article was focused on economic reasons as well as health affects for not unplugging.

We discussed why being plugged-in, and multi-tasking, and very busy (but not necessarily productive… ahem) were having an affect on our wallets, in the form of costs towards production, towards ills that require medical treatment as well as downtime… or at least, something in the form of downtime as we never are really, well, unplugged…

This time, we’re getting a bit more personal…

VERY personal…

Why?

Your — wait… our intellect is being threatened (we’re guilty as well!)…

Seriously, our intellect is being threatened…

Intellect is more than putting facts together and remembering them later, or being able to decipher something and resolve it…

Intellect affects our discernment — and if the intellect is being affected, so is our discernment…

How?

The irony is, it is from what you are doing now — reading this on the internet…

Huh???

Right now, some of you have the same look on your face as this kitten….

Watch the video, then do yourself a favor and promise yourself to look into the validity of what is being shared here…

For yourself that is, not for others…

We’re not going to spoon-feed you why you need to do this as, well… you need to build your intellect…

The video is basic and low-budget — but the message is just as important as if it were wrapped in gold, handed to you on a diamond-studded platinum platter…

OK, forget that visual, I believe you have the idea…

Now watch this 4 minute video…

And remember to share your thoughts in the comments below…

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Why Attend the IHRIM 2013 Conference?

We Do the Math for You!

Connect with your peers to examine, discuss, and explore dozens of new ideas and approaches that you can immediately implement back at the office.

Take advantage of our enhanced education session offerings. Soak up dozens of fresh and creative ideas to help you – and your organization – succeed.

Learn more at IHRIM 2013.

Did I mention Walt Disney World? The IHRIM 2013 Conference will be at Disney’s Contemporary Resort, June 2-5, 2013.

Reserve your room by May 9 to take advantage of our special $195 group rate!

Still not convinced?

Our special conference infographic spotlights why you should attend the IHRIM 2013 Conference and Technology Expo to be held June 2-5, 2013 at Disney’s Contemporary Resort, Lake Buena Vista, FL.

Our 2013 Conference features professional development opportunities, entertaining and informative keynote speakers and unparalleled opportunities to meet industry experts and colleagues from around the globe.

Check it out, or click on 2013 Infographic.

I hope you will make plans now and join me for the IHRIM 2013 Conference and Technology Expo.

See you soon!

Lynne E. Mealy, HRIP
President & CEO
IHRIM

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The Nitty-Gritty

What? IHRIM 2013 HRMS Strategies Conference and Technology Expo

Where? Disney Contemporary Resort; Orlando FL

When? 2-5 Jun 2013

How and Why? Keep reading…

10. Open Forum Sessions

These highly interactive sessions offer conference attendees a unique opportunity to discuss the issues that are critical to them and their organizations.

9. Expo Hall

Visit the Expo Hall to learn about organizations on the leading edge of new technologies and innovative HR delivery solutions and applications.

8. Pre-Conference Courses

These interactive courses will expand your knowledge and help develop solutions that will make a difference in your career and your organization’s bottom line.

Courses are held prior to the start of the conference, Saturday, June 1 and Sunday, June 2, http://bit.ly/IHRIM2013_Courses.

7. Disney Contemporary Resort

The site of the IHRIM 2013 Conference, is the only hotel to have the Walt Disney World® Monorail System pass through the main lobby and provides easy access to…

• 4 theme parks: Magic Kingdom® Park, Epcot®, Disney’s Hollywood Studios™ and Disney’s Animal Kingdom® Theme Park

• 2 themed water parks; championship golf courses (don’t forget to register for the HRIM Foundation’s golf tournament on June 2, which will be held on one of those championship courses bit.ly/HRIM_GolfForAGoal2013)

• spas

• ESPN Wide World of Sports Complex

• Downtown Disney® Area, a shopping, dining and entertainment district. bit.ly/IHRIM2013_Hotel_Travel

6. Get HRIP Certified

An HRIP (Human Resource Information Professional) credential is a way to demonstrate your competency, show your commitment to the profession, and help with job advancement.

Attend the HRIP Certification Review Course offered as a pre-conference course and/or sit for the HRIP Certification Exam Sunday, June 2.  http://bit.ly/IHRIM_HRIPExamJune2013.

5. Support

“You don’t just come to the conference and go home.

“I walk away from the conference knowing that the relationships begun will continue to grow during the year.

“IHRIM supports you all year long with webinars, member chats and keeping you abreast of what is happening in the industry.” 

4. More Than 50 Sessions

Get the latest HR information management and systems trends, issues, and best practices on topics such as mobile apps, talent management, onboarding, workforce analytics, global systems selection and implementation, Web 2.0 and HR technology strategy. http://bit.ly/IHRIM2013_AdvanceProgram

3. Connect with Attendees

Industry professionals from around the globe meet at the IHRIM conference to share new ideas and best practices, as well as forge new and/or strengthen professional relationships.

From our first-time attendee orientation and opening Get Connected Reception through the closing meet up, there is something for everyone.

With the educational sessions, two evening receptions, daily continental breakfasts and lunches, and the Expo Hall all conveniently located in Disney’s Contemporary Resort, networking has never been easier for you!

2. Top Notch Industry Professionals

Industry leaders from organizations like Oracle, Towers Watson, Appirio, Deloitte, Workday and Achievers.

1. Answers & Solutions

“IHRIM continues to offer quality, leading edge sessions led by practitioners that can drive immediate impact – the annual conference is an event that truly brings together enterprises, vendors and the consulting community to discuss best practices and take a look into the future.”

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Dealing with Employee Conflict Resolution May Be a Necessary Step of Your Management Career

Key is learning how to step-in with out stepping-in the middle

One of the most difficult parts of business management is mediating conflicts between employees – employee conflict resolution.

Calming things down, repairing relations, and reinstating the status quo is complicated.

Here are some things you can do to help things along…

Ready? Wrestle! Metaphorically!

Easing the Conflict

This is how all conflicts should end, don’t you think?

Our Introduction to Personnel Playlist on Our YouTube Channel

We have 40+ playlists for your viewing pleasure — CLICK HERE NOW!

What Are Your Thoughts?

✔   Anytime there are 2 or more people in a room, there will be a conflict. Differences in value systems, beliefs, ignorance, education, morals, ethics… all will lead to a conflict at one level or another, one degree or another. Where do you believe the focus of their supervisor(s)?

✔   Erin brings up some good points of resolving what you can without stepping into the middle of what is going on — do you have suggestions for managers that may have overstepped their boundaries??

✔   How can The HRIS World provide you with research on employee conflict resolutions?

Please share your thoughts with us and our audience in the comments section below! Or you can reach us directly from our contact page.

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Recruiting Is Taking On A New Approach

Once thought to be a fad, social media is now being embraced – globally

We were recently contacted by someone who is searching for a job in Pakistan, seeking either employement with us or assistance with direction…

As we are a publications and research network, we obviously didn’t have a job for him, but did offer him some suggestions that may help you if you are still between jobs or are thinking about jumping ship to another job…

Some things we did tell him — and now are telling you — to think about: recruiting is taking on a huge shift and many recruiters are seeking candidates through facebook and other social media…

Social Network Is a Tool

Network, Network, Network

Never wait until you are either getting ready to graduate from college, thinking about quitting to move on from your present job, or have been alredy terminated for any reason — networking now is KEY to establishing a solid rebound as well as your reputation.

And let’s get one thing straight from the get go — it is NOT about you!

You will find a very favorable response when you are willing to help others accomplish what they need done — whether at work, home, personal life, or social networks…

It is a principal that is everywhere, no matter what language you speak.

Let’s get on with some of those thoughts…

Niche Accounts and Job Sites

Any social media account that focuses on your industry, career, and job opportunities is going to save you a LOT of time and energy.

They have a focused following as well as focused hunters — with a concentration like that, the competition has been honed down for you, but there is still competition.

We have two such tools for you…

Niche Twitter account

Niche Jobs Board

Niche Jobs Board Tools

Our Playlists on Our YouTube Channel

We have 80+ playlists for your viewing pleasure — CLICK HERE NOW!

Conclusion

Job junting as well as recruiting is taking on a new face — being in contact and communicationg through the internet is the key, which also means mobility is very important as well.

Be sure you have a mobile phone, smartphone is preferred.

Tablets are great but remember the don’t full replace a laptop.

It doesn’t take hours upon hours every day to build your network either — unless you are already behind the proverbial 8-ball and unemployed.

Even 10 minutes a day will work wonders over the long term — just remember, it’s not about intensity but frequency!

For the Recruiters — Prices will vary greatly with postings. The norm for SimlyHired is $99 for 30 days. With our lower overhead and automated services, we offer several packages that will cover from one to unlimited postings for 45 days, starting at $75. Be sure to check out our page just for recruiters by clicking here! Our prices include postings as well as social media marketing.

What Are Your Thoughts?

Please share your thoughts with us and our audience in the comments section below! Or you can reach us directly from our contact page.

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PPACA – Obamacare – Is Already Affecting Every Level of the USA

Questions still abound: How much more don’t we know about? Why is this thing so BIG?

A recent question was posed on the PEOCompare.com blog, which is owned and operated by Mark and Carolyn Sokol, concerning the impact of PPACA (aka Obamacare) to independent medical insurance brokers.

What probably prompted this is the thoughts and nervousness of the PPACA leading to a single-payer system.

This, for many, is a very legitimate concern on every level.

The question posed was this…

“Do you feel there is any validity to the claim that independent medical insurance brokers will be a thing of the past, be put out of business, by the ACA?”

Carolyn requested a short response from us as we are viewed as impartial to the subject.

Our response was sent as follows…

“Any time there are set of dynamic and a broad spectrum of changes, everything always appears worse than it really is.

“Will the Independent Health Insurance Agents Association (IHIAA) and its brokers will become thing of the past?

“Like most things that the government tries to implement that affects free enterprise negatively, the brokers will find ways to not become a thing of the past but given the magnitude of PPACA they will probably suffer heavy damage.

“Recovery from this will be possible only if an action to defund PPACA takes place.

“This recovery, if it takes place, would take several years to regroup and rebuild – and most likely place the IHAIAA and its members in a stronger position, resulting from lessons-learned before and during the hopefully short-lived reign of PPACA.”

This request got us thinking as well since we are sitting a pile of information we have yet to share.

So, we share…

• the PPACA mandated IHIAA and its brokers to provide free insurance to 18 to 22 year olds but as the PPACA couldn’t mandate they not make any changes to policy, the age eligibility was changed from 18 to 22

• 33 states will not setup SHOP or exchanges is already a major blow to the implementation of PPACA – allowing free enterprise to be exercised by their brokers

• the government makes a claim that the 45 million uninsured will be covered. the CBO as well as independent research groups have claimed this will be more towards 27 million – given the level of integrity of past government claims, business owners and CEO’s are paying much attention to the government

• there is concern over a combination of factors, including
  • the readiness of exchanges to provide a broad array of new insurance options
  • the ability of state Medicaid programs to absorb new beneficiaries, and
  • the over all response by the populace to the availability of the new coverage

• as many as 8 million people will lose health care plans now offered through their employers, the CBO estimates
  • part of this lose of health care plans comes from exemption within the PPACA — employees that work 29 hours or less do not need to be covered
  • many employers are opting to change their entire workforce from full-time 40-hour weeks to part-time 29-hour weeks – this may mean more part-time jobs but to what end?

• the IRS is now involved with your healthcare as well, needing to hire 16,000+ agents to monitor and enforce this legislation (and anything related to it), as well as prosecute those that don’t abide

• Under the new bill and with the latest analysis by CBO, a single insured can look forward to paying $800 per month while family insured will be paying $4000+ per month

How big is PPACA?

A process flow was performed by several research agencies.

The current general process could be placed on one free-standing whiteboard of standard size (1200x900mm or 47×35 inches).

The PPACA?

The process flow for PPACA required between 7 and 8 whiteboards of same size, depending on how it was interpretted and apparently how small one wrote on the boards.

Why such a drastic difference?

Well, for starters, PPACA creates

• 68 grant programs
• 47 bureaucratic entities
• 29 demonstration or pilot programs
• 6 regulatory systems
• 6 compliance standards and
• 3 entitlements…

That’s for starters…

The National Association of Insurance Commissioners (NAIC) represents the regulators who oversee each state’s insurance market.

The NAIC came up with the following flowchart in an attempt to draw up the most basic, simple questions to determine eligibility for insurance subsidies or Medicaid…

click on image for larger presentation (pop-up blocker off?)

These are just a few of the changes happening now.

Once PPACA goes into effect, there more aspects of this bill that many are not aware of that will be implemented – and any policy implemented by the government is always full of it challenges compared to the private sector.

For now, the PPACA has added nearly $1 trillion to the federal government spending, and is estimated to go as high as $10-12 trillion in the first 10 years… (per CBO)

Now the icing on the cake: the PPACA is funded only for the first 10 years, after that, the government has to foot the entire bill — that means more taxes…

Here’s a look at the diagram to flow the PPACA (click the image for a closer view – a new window will open, you may need to let your blockers permit this to open)…

click on image for larger presentation (pop-up blocker off?)

Broken Promises

We all act and react according to promises made, even if cautiously. When the promises don’t pan out, we know from experience there is always a cost that is going to be painful associated to the broken promise. According to the Energy and Commerce Committes in a report release March 2013, here’s the scorecard of promises made and promises kept or not kept…

Conclusion

Is the concept of a better health care possible without being a burden on both the government as well as the people? without rationing care, medications, as well as allocating certain procedures to those of a certain age and/or fitness?

So far, the answer seems to be no — every country that has taken on a national health care system has strapped the government as well as the people.

In some cases, the citizens may have benefited in that the national health care was better than what they had — but it still was not possible without causing higher taxes and a controlled environment for care and medications.

We need to remember, once a program has been implemented and is under their control and management, decisions are never based on emotions — it is purely analytical and the analysis has to fall within policy, not the other way around.

Governments will, however, rely on appealing to your emotions to have such programs in place — and unless the facts are out on the table, in full view for all to see, without distorting any analysis, then many times the happy emotions of having gained something like this soon becomes a bitter pill to swallow.

What Are Your Thoughts?

✔   Obviously there are more thoughts than there are pages to this bill — even the OMB and CBO can’t agree on what this bill is going to cost. What impacts are you seeing now that is necessitating a change in operations?

✔   As this bill gets older, two things are obvious — it is going to cost more, and there are going to be few people that are going to be covered, due to the size of the workforce shrinking?

✔   What research can The HRIS World provide you concerning the PPACA?

Please share your thoughts with us and our audience in the comments section below! Or you can reach us directly from our contact page.

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ManpowerGroup Advises Manufacturers How to Solve the Skills Gap As U.S. Bureau of Labor Statistics Reports 7.5% Jobless Rate and 165,000 jobs added for April 2013

Comprehensive Talent Solutions for U.S. Manufacturing Sector Will Sustain ‘Made in the USA’ Surge

MILWAUKEE, May 3, 2013 /PRNewswire/ — ManpowerGroup (NYSE: MAN), the world leader in innovative workforce solutions, advises manufacturers to commit to private-public sector task forces for developing market-specific solutions to address the skills shortage impacting the U.S. manufacturing industry, as the U.S. Bureau of Labor Statistics today reported the overall jobless rate ticked down to a four-year low of 7.5 percent.

A total of 165,000 jobs were added with employment in manufacturing jobs holding steady in April.

“Innovative manufacturing and prototyping enterprises are growing in the U.S., but hiring in manufacturing is not as robust as we’d like to see,” said Jonas Prising, ManpowerGroup President.

“Contemporary U.S. manufacturing means highly unique and relevant design, however, many manufacturers can’t find the skilled talent needed to competitively accelerate their R&D, CAD/CAM and production cycles, which are required for staying competitive in the Human Age.”

Leveraging its 65-plus years in the sector, ManpowerGroup created the Manpower Manufacturing Challenge Council to encourage collaborative problem solving among those directly impacted by the skills shortage in the U.S. workforce.

Held in February 2013 at ManpowerGroup’s Milwaukee headquarters, the kick-off event brought manufacturing employers, trade groups, educators and government leaders together to discuss top trends in contemporary manufacturing and the skill levels and technical specifications missing at large from the U.S. workforce.

Participants at the Manpower Manufacturing Challenge Council met in small-group strategy sessions to identify innovative solutions to solving skills gap issues.

Collectively, the group unanimously identified the need to re-energize and rebrand manufacturing to make it more compelling to younger generations entering the workforce, as well as other suggestions to partner with education and government leaders to raise awareness of manufacturing as a viable and needed profession that drives healthy economies.

Later this year, Manpower will host additional Manufacturing Challenge Council events in top U.S. manufacturing markets to address local solutions to the global skills shortage and encourage the collective flow of ideas and solutions from business, educators and government.

“Working together, employers and educators can bring added focus and prestige to increasingly technical manufacturing roles, ultimately attracting more young people to these important professions,” said Jorge Perez, Manpower Senior Vice President, North America.

“Most people don’t realize that careers in manufacturing today are innovative and creative and require not only high-level skills to operate technical equipment and machines, but also problem-solving and collaborative skills to drive results.

“Techs in manufacturing are in demand and individuals with the right skills and certification can count on steady employment and excellent earning potential.

“We need to encourage more young people to see manufacturing as a career path.

“At the same time, manufacturers need to reach out to young people and build collaborative training alliances with educators to sustain a high-skilled labor pool for years to come.”

As part of the Manpower Manufacturing Challenge Council, ManpowerGroup, in partnership with Tom Davenport, Harvard Business School manufacturing expert, released a series of research papers, entitled “The Future of the Manufacturing Workforce,” that detail both problems and solutions to the industry’s skills shortage.

Visit www.manpower.us/manufacturing to download the series.

In addition, ManpowerGroup partnered with the Society for Human Resource Management (SHRM) Foundation to sponsor the Executive Briefing, “Closing the Manufacturing Skills Gap“.

The paper highlights four ways to close the skills gap, including partnerships with community colleges, apprenticeship programs, nonprofit coalitions and skills certifications.

About Manpower

Manpower is the global leader in contingent and permanent recruitment workforce solutions, providing the personal flexibility and agility businesses need with a continuum of staffing solutions. Manpower is part of the ManpowerGroup family of companies, which also includes Experis, ManpowerGroup Solutions and Right Management. More information is available at www.manpower.us.

About ManpowerGroup

ManpowerGroup™ (NYSE: MAN) is the world leader in innovative workforce solutions that ensure the talent sustainability of the world’s workforce for the good of companies, communities, countries, and individuals themselves. Specializing in solutions that help organizations achieve business agility and workforce flexibility, ManpowerGroup leverages its 65 years of world of work expertise to create the work models, design the people practices and access the talent sources its clients need for the future. From staffing, recruitment, workforce consulting, outsourcing and career management to assessment, training and development, ManpowerGroup delivers the talent to drive the innovation and productivity of organizations in a world where talentism is the dominant economic system. Every day, ManpowerGroup connects more than 630,000 people to work and builds their experience and employability through its relationships with 400,000 clients across 80 countries and territories. ManpowerGroup’s suite of solutions is offered through ManpowerGroup™ Solutions, Manpower®, Experis™ and Right Management®. ManpowerGroup was named one of the World’s Most Ethical Companies for the third consecutive year in 2013, confirming our position as the most trusted brand in the industry. See how ManpowerGroup makes powering the world of work humanly possible at www.manpowergroup.com. Follow ManpowerGroup Chairman and CEO Jeff Joerres on Twitter: Twitter.com/manpowergroupjj

SOURCE ManpowerGroup

CONTACT :

Kate Huskin; +1.414.906.6253; kate.huskin@manpowergroup.com

Mark Jelfs; + 1.414.906.6675; mark.jelfs@manpowergroup.com

Web Site : http://www.manpowergroup.com

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